So if you find yourself in this difficult bind – managing someone who’s a capable employee but you’re genuinely not liking – how should you approach it? (It’s important to say “capable employee, ” since if the individual is a weak performer and not liked, odds are his or her stay in the role won’t be a long one.) My suggestions:
那么,如果你发现自己身处尴尬境地——管理那些有能力但你又确实看不惯的员工时——你应该如何处理呢?(指出是“有能力的员工”很重要,因为如果这个人能力差,又不招人待见的话,他/她在这里久待的可能性不大)我的建议是:
Accept it, it’s just human nature, accept the inevitability of interpersonal conflict – Don’t agonize or beat yourself up over it, but assume in the normal course of human events this is a normal occurrence… and look for constructive openings rather than dwelling on negatives.
接受它,这只是人类的天性,接受人际冲突的必然性——不要因为这个而感到极度痛苦或者自责不已,而是把它看成这是在正常情况下的正常现象……寻求建设性地敞开心胸,而不是纠缠于消极的一面。
Recognize this is business, not pleasure, and drain the emotion out of it – As I used to tell my employees during especially hard and irritating assignments: “Hey, that’s why it’s called work, not play. If it were play, we wouldn’t be getting paid for it.” Remember these are business relationships, not friendships. Even turbulent business relationships can yield business benefits. Compartmentalize.
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